Well, you are going to be surprised! Why? Because the answer is ‘No’. In fact, you are making the biggest mistake by only recognizing your top performers.
Didn’t you know it’s your middle or steady performers that are making the substantial contributions to your organization? Truth be told, they are your company’s backbone, so stop unintentionally discouraging them and appreciate them too.
In this article, I will be talking about the importance of maintaining the balance of appreciating both your top and steady performers.
All profitable companies don’t go around hiring only top performers. In fact, they know and build their business on good reliable steady or middle performers and few top performers, not the other way around. Also, because there aren’t that many superstars and even if there were only one person will eventually get the top spot.
Employees not only deserve but personally crave for some appreciation for both individual and team efforts. A simple pat on the back or an email marking the entire company can also be a great motivator and help them to consistently function at their best. Don’t take these middle performers for granted, after all, they form the basis for the company’s profitability. Give credit when it is due or whenever he or she stretches or meets new objectives.
Using money as the sole means of recognition creates more difficulties in stimulating personal improvement and increased output. It makes the other employees feel less of themselves and causes them to put in minimum efforts. Sometimes they even start behaving frenetic or unpredictable, wondering when they will get to enjoy the perks that only the elite few keep getting.
Unlike superstar-only recognition system, try to create one where everyone feels like a winner.The reward can be anything – a three-sentence congratulations note, a flower from the manager’s garden, perfumes, clock radio, or tickets to watch a game, concert, event, etc. Click To Tweet
It’s fun to work for a company where everyone’s efforts are taken into consideration and above all, respected. Therefore, always make your appreciations – personal, timely, and consistent. Put them into action and watch productivity reach new heights.
When you let your employees’ write self-imposed objectives you start noticing few things immediately. Some may set extremely high goals and some may shy away from setting goals and objectives. In both cases, you need to leave them alone. Never tell them they cannot achieve it or they should follow your orders. Let them prove it to themselves. Don’t overlay your limitations on them, you never know they might do what they say they will.
At all costs, avoid humiliating them or saying things like: this wasn’t expected from them or how they failed to live up to their own promises. Instead, show them how much progress they have done. Encourage them to move forward or help them set a more realistic goal. Most of us have a naturally competitive spirit, so let the employees reset their goals.
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